Oregon's reasonable-accommodation law protects applicants and employees with disabilities in most workplaces. Under Oregon Revised Statutes (ORS) Chapter 659A, the requirements apply to employers with six or more employees. "Disability" is defined broadly as a physical or mental impairment that substantially limits one or more major life activities, including working, learning, or caring for oneself. In addition, Oregon law covers perceived disabilities and individuals with a record of such impairment. Oregon’s rules operate in addition to federal laws like the ADA, sometimes offering expanded protections.
Under ORS Chapter 659A, employers are required to offer reasonable accommodations for both known disabilities and pregnancy-related conditions. This can include making physical modifications to the workplace, adjusting work schedules, modifying equipment, or providing assistive technology. Other examples include job restructuring, reassigning non-essential tasks, or allowing unpaid leave. Employers must provide accommodations unless it would cause an "undue hardship," meaning significant difficulty or expense relative to the size and resources of the organization.
Employees, or applicants, don't have to use formal language to request an accommodation—an oral or written request starts the process. Employers should respond promptly, ideally within a few business days, to start the interactive process. While the law doesn't specify an exact number of days, Oregon Bureau of Labor & Industries (BOLI) expects a good-faith, timely dialogue. Employers can request limited medical documentation to verify the need for accommodation, but only documentation relevant to the request. Keeping clear records of all requests, conversations, and decisions is strongly recommended.
If an employee believes their accommodation rights have been violated, they may file a complaint with the Oregon Bureau of Labor & Industries (BOLI). BOLI investigates complaints and can order remedies such as back pay, reinstatement, or changes in workplace policies. Civil penalties and damages may also be awarded, and employers may face mandatory training or changes in procedures. In some cases, employees may file lawsuits in state court after going through the administrative process.
Managing accommodation requests under Oregon Revised Statutes Ch. 659A can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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